KEY TERMS – CHAPTER 12
high-performance workWork practices that lead to both high individual and
practicesand high organizational performance.
human resource managementActivities necessary for staffing the organization
processand sustaining high employee performance.
labor unionAn organization that represents workers and seeks to protect their interests through collective bargaining.
affirmative actionPrograms that enhance the organizational status of
members of protected groups.
human resource planningEnsuring that the organization has the right number and kinds of capable people in the right places and at the right times.
job analysisAn assessment that defines jobs and the behaviors necessary to perform them.
job descriptionA written statement that describes a job.
job specificationA statement of the minimum qualifications that a person must possess to perform a given job successfully.
recruitmentLocating, identifying, and attracting capable applicants.
decruitmentReducing an organization’s workforce.
selectionScreening job applicants to ensure that the most appropriate candidates are hired.
validityThe proven relationship that exists between a selection device and some relevant job criterion.
reliabilityThe ability of a selection device to measure the same thing consistently.
work samplingA type of job tryout in which applicants perform a task or set of tasks that are central to it.
assessment centersEvaluating managerial potential through job simulation activities.
realistic job preview (RJP)A preview of a job that provides both positive and negative information about the job and the company.
orientationIntroducing a new employee to his or her job and the organization.
performance management systemEstablishes performance standards that are used to evaluate employee performance.
written essayAppraising performance through a written description.
critical incidentsAppraising performance by focusing on the critical job behaviors.
graphic rating scalesAppraising performance using a rating scale on a set of performance factors.
behaviorally anchored ratingAppraising performance using a rating scale on
scales (BARS)examples of actual job behavior.
multiperson comparisonsAppraising performance by comparing it with others’ performance.
360 degree feedbackAppraising performance by using feedback from supervisors, employees and co-workers.
skill-based pay A pay system that rewards employees for the job skills they can demonstrate.
variable payA pay system in which an individual’s compensation is contingent on performance.
careerA sequence of positions held by a person during his or her lifetime.
downsizingThe planned elimination of jobs in an organization.
sexual harassmentAny unwanted action or activity of a sexual nature that explicitly or implicitly affects an individual’s employment, performance, or work environment.
family-friendly benefitsBenefits which accommodate employees’ needs for work-life balance.